Bombas interview questions

This was a 3 round interview process (one phone interview and two on-site interviews). The panel had a combination of department members that I would be working directly with and people from other departments. Bombas does a really good job of interviewing for culture and assessing for the right fit.

Let me first say that the reflection is not on the company, as I know the company as a whole is great and I love what they stand for. The company is poised for a promising future. But the interview process was a bit dry and seems a bit unorganized. First initial phone screen was pretty easy. Simple questions just to get a feel of what I did and what I know. Actually was a pleasant pre-screening. On to the second phone interview spoke with Head of people / Director of people. I answered all his questions and even gave him pointers and information he didn’t know. Gave him actual material that was valuable, which I would not be surprised if he is using it for his prep or weekly meeting. However, the person lacked leading the interview process. Ask questions that seemed scattered. Questions asked and structured did not lead to what I am capable of and what I would bring to the table. Example of his question: Linkedin recruiter provides you a certain Inmail amount. How do you strategize in utilizing the amount wisely so you do not run out. Answer: I stated by ensuring you convey a great message that the candidate provides a response regardless of interest level. By securing a response you get back the credit for your Inmail, which therefore will allow you to not run out and utilize it on the next potential candidate. He then stated, he did not know that. He did not know you get a credit back. How are you interviewing a recruiter and not know recruiter things. I am sorry but how do you ask a question and not even know the process of Linkedin Recruiter. Why ask something you do not know. After 30 mins, the interviewer stated we are running a bit out of time, but I haven’t asked you the remaining questions. If that is the case then, the issue lies on your interview strategy. The lack of proper questions that gets to the core points and properly identifying the key requirements may cause the company to really lose out on great potential candidates. I believe the company will strive for great things. But I believe they need to really focus on the interview process and evaluate the people who are decision makers leading the process. Good candidates will be available but great candidates will be lost. After, the two interviews. I receive an email stating I was not qualified. I do not mind the rejection letter. As a recruiter, I have sent them out many times. But I could not grasp how I was not qualified when I did not even have the opportunity to convey my recruitment methods, strategies or process. If I know more than your Director, then I do not know what the company is looking for. I have 10+ years in recruitment with a 90 percent closing rate. Developed strategies that saved company money and time, including training staff on how to conduct the interview process for each specific department. Yet, I was not able to even discussed those points specifically, which was highlighted and stated on my resume. If you hiring a recruiter, then find out what he/she can do. Not ask what is your hardest day. Company is great, so ask great questions that lead to great answers